The Policy Governance Fieldbook, With General Editor Caroline Oliver
With writers Mike Conduff, Susan Edsall, Carol Gabanna, Randee Loucks, Denise Paszkiewicz, Catherine Raso, and Linda Stier.
Four out of ten stars
If I had to use one word to describe the emotions I felt reading this self described fieldbook, it would be unease. I am uneasy that John Carver signed off on this clumsy, contradictory extension of his work. At best, it's an easy read, easy because it only offers a few pieces of insight. But I find this book also confuses itself, and dilutes the rigor of policy governance with pop psychology platitudes. I had to give it four stars because I do find the subject fascinating, and I was excited by the potential of its form, which was to follow 11 examples of boards that adopted policy governance. This form was greatly underutilized, but I give partial marks for the idea! I also found the section on monitoring to be concrete and well-written.
In both this book and also Carver's Boards That Make a Difference, the examples can do the theory a disservice. It's super disorienting to read a framework, and then have the example contravene said framework. Neither books have good excuses for shoddy examples. I read the third edition of Carver's book, and Oliver & co. had 11 different boards to pick and chose from. Some of the choices, as I'll show below, are baffling.
As I will also show below, Oliver & co. seem to try and protect themselves from opinions by blanket statements. There are so many useless sentences in this book. I think it would be more effective and enjoyable at a quarter of its current length.
Finally, and maybe most glaringly, this book did not pull off having eight writers. In the preface, Oliver writes "Incredibly, throughout the writing of the book we have had only one meeting". It is incredible: incredibly concerning. The book sometimes defines key words chapters after their introduction. It refers readers to other chapters for more information on a subject, where the promised ideas are often not at all elaborated on. You could probably get caught in some infinite loop if you followed these directions. The writers do somewhat succesfully write in one voice, but only because there is a distinct absence of voice.
As an extension of the failed attempt at cohesiveness, each chapter is bound by a format which is entirely useless. The "key learning" section at the end of the chapter only sometimes succesfully summarises its ideas, and sometimes digresses into new domains without justification. The summaries are poorly written, too. Like, ChatGPT summaries. There are also very passive "taking action" and very abstract "pratical tips and tricks" sections. I'm unsure whether some cluelessly enthusiastic writer tacked these on after writing the book, or whether each contributor was forced to regurgitate their ideas in these forced forms. It sure seems like a gun was pointed at the head of whoever suffered through its creation. Anyway, I would recommend removing these sections entirely.
The real value of the book seems accidental. It was often in the brief stories of the boards, or in learning the (somewhat culty) industry of teaching policy governance. That being said, I did like the monitoring section. In conclusion, I think these thinkers should hold themselves to a higher standard, both in their thinking and final product.
Now onto some more specific reactions, because I do enjoy being thorough! For my readers' benefit, I have grouped critiques into two sections: for the general public, and for those familiar with policy governance.
General Public
- When talking about planning to adopt Carver's model, Oliver & co. suggest discussing concerns....a few sections later, they suggest discussing benefits! (Chapter 2). Making a Pros and Cons list, what a valuable insight (this is sarcastic. It was not)
- As seen on my Mastodon account, this book is the creator of the horribly entangled metaphor: "It doesn't matter who gets the ball rolling, but the board must pick up the ball, and the CEO must be at least willing to run with it" (pages 14-15). I'm not going to lie, this did cast doubt on my mind about ALL other ideas presented in the book
- They mentioned using Myers-Briggs. This is a huge red flag for me. I don't know if this is controversial, but I think Myers-Briggs is incredibly stupid. Even if people achieved consistent results, the categories are just made up! The qualities are vague enough to appeal to everyone, there is no basis in scientific knowledge, and there are so many more natural and relevant ways to get to know people.But I digress
- Although directed to Chapter 1 for more on boards that have additional tasks such as fundraising (page 47), all Chapter 1 says about this is that it's an extra complicating factor
- I do not know what the quote, "Be brief. No war stories" means (Page 55), but that might be because I'm a cultural deadbeat. Also autism. That being said, this is in a sample ground rule, so you would think they'd try have clear and literal language
- Instead of using the word "postpone" they use the phrase, "items were placed in the parking lot". Why do these political scientists love coming up with their own buzzwords?
- "No other word in our language says quite enough to cover the full meaning of Ends" is a funny quote (Page 81). On second reading, it probably refers to like, governance language, but I first read it as all of the English language
- In one of the examples of an Ends policy, there was "3.2 Less sexually active youth" which is SO hilarious (Page 97). This is a town's health district by the way
- "The more definitive the Ends policies are, the less the CEO and subsequently the staff will need to define them further" (Page 104). No shit Sherlock. I feel like this tried to make a point and then...didn't
- "Brown bag lunches: The San Fransisco AIDS Foundation board holds lunchtime sessions to which it invites individuals to bring their lunches" (page 132). Clearly the lunch is important here
- "If your board is unclear about what to do next: Your board may be unclear about how to proceed with ownership linkage. If so, refer to the next section for a host of ideas"(page 136). So many words and yet nothing was said
- The ball metaphor returns in page 176! "An analogy may best illustrate this point. A policy governance board that does not own policy governance is like a team that is playing soccer but that is not committed to following the rules of the game. The team intent is still to move the ball down the field into the opponent's goal. However, all the team members have not committed to the same strategy. Some are playing soccer correctly. Others keep turning it into an American football game. They insist on picking the ball up and moving into formation. Still others are not quite sure what they want to do. The team is more likely to score if everyone understands the rules, handles the ball skilfully, and becomes a team player intent on the team's pursuit" Just when I think it's wrapping up, it keeps going!
Familiar with Policy Governance
- There's quite a lot of writing about how to convince boards that the Carver model is right for them. I wonder if it could be useful (or possible) to try guide a board towards deriving Carver themselves
- Apparently a board chair "repeatedly wondered, 'When are we going to get back to the real work?'" (page 37). If this is how your chair is acting you've got bigger problems than implementing policy governance
- The opinion of a chair is apparently very important so that they go along with policy governance. I'm sure this is true, but this is also far from an ideal board structure. Carver aside, are most boards just...bad?
- Interestingly, Carver and Oliver & co. suggest a process where the executive limitations are developed first. But I do feel that knowing your ends, even in a vague sense, is necessary. After all, you're asking yourself the question, "What can the CEO not do while achieving [insert ends here]". I don't think the creation of executive limitations before ends would fit for any board truly trying to reinvent itself. I am skeptical
- I enjoyed that a "large" board was given a quantitative value. The magic number in this case was 15 (page 15) which seems reasonable. There was also the corresponding advice to keep boards small, also reasonable
- They suggest a Round Robin as a Board excerise, which I think is a bad idea. As seen in Mafia club, the order of turns dictates what people will say. It's not a good way to collect opinions
- An example Board agenda had the item, "Ends process discussion" (page 54). Is this not...means? Are they refering to executive limitations? It was unclear
- One CEO is quoted to say, "It isn't possible any longer for me to fail to deal with things the board has said are important - and I know what the board has said" (page 67). Am I going crazy, or is this blatanly inaccurate? Under this new model, the CEO isn't held responsible for dealing with expectations the board hasn't said, but the CEO can definitely fail on expectations it has. Maybe (I can only hope) he's misquoted?
- They suggested doing CEO monitoring partly by having the CEO address each executive limitation policy (page 80). I was skeptical, but the idea has grown on me and I like it now. It keeps the progress reports focused. I can see it being tedious if every policy is being adressed too frequently though
- I like the framing of ends as, "As a result of our work, x demographic will..." (page 95). No elucidation on the costs part though
- Some of the example ends policies seem unhelpful - for example, "better parenting skills", in which case the measuring criteria is part of a centuries long debate, and "optimum well-being" (page 95). I should give credit to the example of the Weaver Street Market though, which I quite liked
- Priorities seem difficult to establish in Ends policies. This was mentioned by Oliver & co. but they didn't really have a solution. If you prioritize, then a CEO could weigh them slightly differently, or try achieve one before moving on to the secondary goal, and both are reasonable interpretations. I guess you have to specify the weighting if you have priorities, and the balancing matters
- A plus of policy governance is that board meetings can be more pubicly accessible. There's probably less confidential subject matter if you're not dealing with the nitty-gritty of operations - although monitoring would be exempt from this
- At the time of writing the book, only 2 boards had end monitorings in place, and 3 haven't even developed end policies. The rationale behind these somewhat green boards is to capture different parts in the process, but I don't understand why they didn't select boards who've completed the whole process and then just...asked them about different stages in their development. Is everyone here an amnesiac? It felt like the examples were all super limited because they hadn't overcome certain barriers yet
- There was an acknowledgment that long term ends can be very difficult to monitor, and this can tempt boards to start investigating means - which they should look out for!
- One of the questions I had with Carver was, what do you do if you find the CEO has not met the monitoring conditions? The answer, which I should have been able to guess myself, is that it does remain the CEO's task to correct this. I imagine scenarios of removing a CEO would accompany a year end, general evaluation, or some great breach of executive limitations/pursuit of ends
- Omg Oliver & co. mentioned that 2 boards had disagreeements about whether the CEO pursued a reasonable interpretation, and that the disagreeements were resolved, but then didn't elaborate on what the disagreeements were or how they were resolved (page 155). It may be because of confidentiality reasons, but I was so curious
- Many boards seem to stagger their monitoring, by chosing a segment of policies to monitor per meeting (page 162). This seemed useful - boards are constantly self evaluating, but aren't repeating criteria and wasting time on a long ritual
- Appointing a board monitor seemed useful. One board chose the CEO, which seems like an incredibly dangerous idea. But other boards did it properly and seemed to benefit
- There is also value in self-monitoring about whether the board is pursuing policy governance, because throughout the monitoring process, you recall and are refamiliarized with governance ideas. Boards that function best seem to have a group of people unafraid to call out discussion that is delving into means